Towards A Framework For The Comparative Analysis Of National Systems Of Skill Formation

This article builds on earlier attempts to develop a conceptual framework for the comparative analysis of training and skill formation systems. Following a critical review of previous approaches, the article identifies the main underlying relationships which shape national systems of skill formation. We identify four such ‘models’ of the skill formation process. These models show how such a framework can help us understand why societies have different approaches to the provision of education, training and skill formation and why there are significant differences in government policies towards training as they at tempt to respond to the challenges of globalisation.     

A reluctant stakeholder? On the perception of corporate social responsibility among European trade unions

Seen from a national business system perspective, the notion of corporate social responsibility (CSR) emerges as a specifically US‐American response to challenges regarding the corporate place in society. With the spread of American capitalism, however, CSR is bound to come into contact – and conflict – with other approaches to the role of business in society that have been shaped by different national cultures. Within Europe, one such area of potential conflict concerns the role of organised labour in representing employee interests. Studying the perceptions held by European trade unions on stakeholding, as one of the important concepts in the CSR discourse, does indeed reveal a considerable degree of union scepticism of CSR and its terminology. There is, however, also embryonic evidence of at least some unions attempting to link the CSR discourse to traditional union goals. Furthermore, national differences in union responses to CSR are beginning to emerge, which may, in turn, further shape the evolution of national business systems in Europe.     

Trade Unions and the National Training Reform Agenda in Australia, 1983—1996

From its election in 1983 to its defeat in 1996, the Labor Government in Australia initiated major reforms to the vocational education and training (VET) system. Here the author examines these reforms from the perspective of ‘skilled-oriented unionism’—a strategy explicitly followed by unions in Australia. While much progress was achieved, particularly at national and industry levels, enterprise-based reform lagged behind, reflecting the relative strengths and weaknesses of union organisation. In addition, union conflict and uncertainty over the appropriate labour market orientation for VET adversely affected the reform agenda.     

The role of trade union collective voice in the access to training for workers in New Zealand

This paper explores trade union collective voice as a mechanism for worker participation in training decision making. New Zealand is an example of a liberal market economy (LME) with relatively weak regulatory pressure on employers to engage in training. Consequently, drivers such as trade union collective voice could fill an important role in workers securing support for training from their employers. The paper argues that given the reduced power of unions in many LMEs workers potentially face a twofold challenge: the first to secure an entitlement to training and the second to have any further participation in training decision making. Using the example of New Zealand, the paper examines whether collective bargaining secures entitlement to training. Then, employing the categorization of approaches to workforce development as either expansive or restrictive, it investigates the nature of that entitlement. Following this, the paper reports on dialogue with trade unions through which a more nuanced picture emerges of collective voice and the challenges to worker participation in training decision making. Finally, it reflects on the role collective voice could play in worker access to training.     

我国职业教育标准制定者、实施者及评价者的角色错位问题研究

为解决当前中国在职业教育标准制定者、实施者及评价者角色定位方面存在不科学、不合理的问题,采取比较法,根据发达国家在职业教育标准制定者、实施者及评价者角色定位方面的成熟经验和我国在职业教育标准制定者、实施者及评价者角色定位方面存在的问题进行研究并得出相应结论:我国职业教育标准的制定者应是政府专家代表、行业专家代表和工会专家代表组成的职业教育标准制定委员会,标准的实施者应该是企业、跨企业培训中心和职业院校,标准实施情况的评价者应是地方政府教育主管部门和行业协会中的考核委员会。     

澳大利亚TAFE学院职业教育课程研究

课程在人才培养中具有举足轻重的作用。TAFE学院的课程是在澳大利亚资格框架下,以行业组织制定的行业标准和国家统一的证书制度为依据,为满足行业需要而设计的,理论知识学习和技能培训并重,且多数是以技能培训为主的一组结构严谨有序的科目组合。澳大利亚TAFE学院之所以能够培养高质量的职业技术人才,与澳大利亚TAFE学院的职业教育课程密切相关。     

The dynamic effects of a currency union on trade

The response of trade to a monetary union is a dynamic process. An empirical study of the European monetary union finds that the extensive margin of trade in new goods responded several years ahead of EMU implementation and ahead of overall trade volume. A dynamic rational expectations trade model shows that early entry of new firms in anticipation is explainable as a rational forward-looking response to news. The model helps identify which types of trading frictions are reduced by a currency union, and shows how new entry can be affected by uncertainty about EMU.     

高校工会财务管理工作存在的问题及解决对策

高校工会财务工作是工会组织系统的重要组成部分。随着高等教育事业的快速发展,高校工会组织活动日趋活跃,工会财务管理显得更加重要。为了保证高校工会的健康可持续发展,本文对当前高校工会财务管理工作中存在的问题进行剖析,并提出相应的改进对策和建议。     

一种“新型”的关税同盟——混合型关税同盟

国际经济学界流行的看法,即认为贸易转移型关税同盟既可导致贸易创造又可导致贸易转移,是不正确的,这种所谓的贸易转移型关税同盟实际上是一种混合型关税同盟。一个混合型关税同盟包含了一个纯贸易创造型关税同盟和一个纯贸易转移型关税同盟,关税同盟的建立能否给某个加盟国带来福利的增加,取决于这两股相反作用力的相对强弱,若贸易创造大于贸易转移,则福利增加,反之则相反,若两者相当,则还能出现福利不变的情况。     

Globalization,labour market deregulation and trade unions in Singapore

This contribution examines recent trends in globalization and their effects on the labour market in Singapore. It discusses the responses of the government and the trade union movement to the challenges of globalization, and concludes by looking at the changing role of the trade union movement in Singapore. Citing government policies in dealing with the recent economic crisis, the article highlights the ‘managed flexibility’ approach of the government. We find that the trade union movement has gained considerably in stature and influence in providing training for the workers and helping them cope with retrenchment and the recession.     

Restraining Unions' industrial action: A new consumer right

This paper discusses the revolutionary new right introduced by the Trade Union Reform and Employment Rights Act 1993 for consumers to seek a court order to halt unlawful industrial action which disrupts the supply of goods or services, regardless of whether they have any enforceable right to the goods or services in question. Even more unusually, public funding is available to conduct these proceedings irrespective of the applicant's means where the industrial action is organised by a trade union. The paper analyses the nature of the right, locates it within the broader framework of remedies for the non-provision or inadequate provision of goods or services, and assesses the wider implications of the right for consumer policy.     

贸易引力模型的扩展及应用综述

引力模型在双边贸易流量决定因素实证研究中的应用越来越广泛,其理论基础也越来越完善。早期对贸易引力模型的扩展主要体现在研究区域经济合作对双边贸易流量的影响上,近期人们开始通过添加制度质量指标来考察各国国内制度因素以及制度趋同对双边贸易的影响。通过应用引力模型的研究发现,各国制度的优劣对双边贸易有显著的影响,制度相似的国家间贸易量较大。     

刍议企业在新时期践行科学发展观充分发挥工会组织的作用

在当前举国上下,贯彻、学习胡锦涛总书记的科学发展观精神中,作为企业工会组织,如何在新时期里,带领广大工人群众,自觉地投入到生产建设当中,充分发挥工会组织的作用.从而,不断地拓宽工会组织的工作新的思路,提升工会组织的地位,使工会组织赢得广大职工群众的信任和拥护,在服从和服务于全党全国大局中更好地发挥作用.     

GATT第24条关于关税同盟和自由贸易区的实体外部标准解读

GATT/WTO多边贸易体制关于关税同盟和自由贸易区的纪律规定于GATT第24条。该条确立了自由贸易区、关税同盟和旨在建立关税同盟或自由贸易区的过渡性协议三种区域贸易安排的具体表现形式。根据WTO秘书处的研究报告,GATT第24条关于自由贸易区和关税同盟多边纪律,可以概括为三个条件:一是深度区域自由化的义务(内部标准);二是对区域外成员贸易保持中立的义务(外部标准);三是透明度义务。其中前两项为实体标准,第三项为程序性标准。纵观GATT第24条诸款,其第5款普遍被认为规定了自由贸易区和关税同盟的实体外部标准。实体外部标准所关注的是:虽然GATT的缔约方乃至WTO成员有权缔结自由贸易区和关税同盟,这种权利是有限度的,即,关税同盟和自由贸易区要对第三国的贸易保持中立,即不得以建立关税同盟和自由贸易区为名而使第三国的利益陷入不利。本文旨在系统而细致地研究GATT第24条规定的自由贸易区和关税同盟的实体外部标准。     

坚持科学发展创新工会工作

高校工会要适应新形势、展现新作为,就要以科学发展观指导工作:一是谋划新思路,更好地融入中心、服务大局;二是要在发展和谐劳动关系中创造业绩,培育和谐精神;三是要在工会自身建设上彰显新特色,着力解决制约工会工作发展的突出问题。     

Ladder of competencies for education middle managers in England

Utilising new empirical research this study adapts an existing literature-based competency framework into a hierarchy of competencies needed for education middle managers in England to be effective in their role. The study involved a national survey (n = 164) of further education middle managers and is the first quantitative study investigating the role since 2002. The original contribution of the study is the development of a new ladder of competencies for education middle managers which outlines a suggested ordering of competency development with due consideration to prior training and qualifications. This can enable an improved approach to recruitment, selection and development of education middle managers. The paper presents parameters for consideration when developing competency frameworks for roles more widely which include: prior training, experience, expectations, and challenges of the post-holder as well as the external working environment. It highlights the value of such considerations and demonstrates the importance in paying due regard to them.     

Rethinking the UK System of Doctoral Training in Marketing

There have been considerable changes in the system of doctoral education and training in the UK over the last decade. Despite the introduction of a range of ESRC initiatives, the UK marketing academy has been slow to actively debate this aspect of marketing education. This approach is different from that in the US where doctoral training practices in marketing have been widely debated by the AMA. The paper aims to fill this gap by critically assessing the UK system of doctoral training in marketing. The article begins with a brief overview of the historical development of postgraduate education and training in the UK in order to contextualise the subsequent discussion. Some of the most influential reports and policy documents over the last 40 years will be assessed, specifically in relation to how they have shaped, and continue to shape, ESRC policy and postgraduate education more generally in the UK. A critical evaluation of the existing research guidelines in marketing is undertaken and the need for more specific guidelines and a more wide-ranging and inclusive approach to the syllabus than is currently offered in many UK universities is proposed. The paper also explores the importance of staff expertise and critical mass in the context of delivering cost-effective, specialised provision. The article concludes by proposing new structures that marketing departments may wish to consider in delivering research training through the use of coalitions and the use of up-to-date developments in information technology.     

外包生产率效应的研究评述

20世纪80年代以来,随着经济全球化进程的不断加快,作为国际贸易新形式的外包得到了飞速发展。企业把原本在内部完成的活动委托给企业以外的主体去完成,对发包国和承接国的生产率产生了巨大影响,因而从外包视角关注国际贸易与生产率之间的关系已经成为国际经济学最新的一个研究领域。文章从研究方法、经验证据和外包的生产率效应在中国的适应性三个方面对这一领域的实证研究文献进行了系统梳理,并做简要评论。     

The economic and political arguments for and against social clauses

The globalisation of markets is calling national employment and social legislation increasingly into question, so that not only the international trade union organisations but also the Clinton Administration are calling for workers' rights to be embodied in trade agreements. This article deals both with the fundamental question whether international labour standards serve a useful purpose and the more specific question whether trade agreements are a suitable way of enforcing minimum standards.     

Is it ‘you’ or ‘your workplace’? Predictors of job‐related training in the Anglo‐American world

This paper examines the determinants of job‐related training and workplace voice. Using data from a unique 2016 cross‐national survey of Australian, British, Canadian and American employees, the paper contrasts two classic formulations in the literature; (1) the neoclassical/human capital approach which predicts that individual characteristics (such as age and education) which increase the efficiency of learning, will have the largest impact on the allocation of training (i.e. younger and more educated employees will be afforded training) and (2) the traditional institutional approach which favors the structural characteristics present at the industry and firm level, the nature of the job itself and the strategic choices of firms as the major predictors of job‐related training. We find that age – a key factor in the human capital model – plays a significant role in the allocation of training but that education (in keeping with recent evidence) does not. In sum the human capital model provides, at best, only a partial explanation for the differences in training observed across individuals. In contrast, variables invoked by the institutional literature (i.e. occupation level; industry; ownership type; and market structure) are highly significant and account for a much greater proportion of the variance in training observed across workers. Other institutional factors such as the presence of a union and a human resource department were strong positive predictors of job‐related training. But most important were product‐market strategy and employee voice. Respondents working in firms utilizing a ‘high road/high quality’ product/service strategy and with a workplace consultative committee were significantly more likely to receive training than similar workers employed in observably similar firms. This last finding supports the industrial relations view of voice as an important channel by which training is optimally delivered inside the firm.